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Classification is based upon the objective elements of a position which include such elements as the nature, scope, and level of duties and responsibilities. The relationship of the position to other positions in the department, campus or CSU system. Supervision given/received. And exercise of independent judgment.
This form of job classification can be as simple as grouping similar positions in a broadband pay structure. For example, employees who directly serve customers on the telephone are grouped with employees who serve customers in person in the store in a broadband pay structure.
There are seven major classified activities of human resources management, such as payroll, benefits, recruitment, training, employee services, community initiative, health and safety (Mooney, 2015).
Classification is a process by which jobs of a common nature with similar duties and responsibilities are grouped together for the purposes of assignment to an appropriate pay range. Translation of broad organizational plans into the assignment of duties and responsibilities to individual positions.
All Job Standards are categorized by Job Family, Job Function, Job Category and Job Code. A Job Standard, once customized, is a Job Description. A Job Description (also known as Position Description) is a summary of the key responsibilities of a job, for a specific position or group of positions.
A classification study is the evaluation of a position or group of positions, not a study of incumbents. An incumbent's performance on the job is not considered in a study.
Job codes are individualized sets of numbers assigned to different jobs in order to identify which class a position belongs to. Job codes are used to assign certain positions to salary ranges, pay scales and other payroll classifications.
A Job Category is a broad-based group of employees with comparable job responsibilities located at comparable levels of responsibility within an organization.
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